Create a legally compliant Full-Time Employment Agreement for Australia. Drafted in accordance with the Fair Work Act 2009 (Cth), the National Employment Standards (NES), and Superannuation Guarantee requirements. Covers position, duties, salary, superannuation at 11.5%, 38-hour week, annual leave (4 weeks), personal/carer's leave (10 days), long service leave, notice periods, probation, confidentiality, and intellectual property assignment.

Create a legally compliant Part-Time Employment Agreement for Australia under the Fair Work Act 2009 (Cth). Specifies guaranteed minimum hours, regular pattern of work, pro-rata NES entitlements (annual leave, personal leave, compassionate leave, parental leave, long service leave), 11.5% superannuation, and Modern Award compliance. Suitable for all industries including retail, hospitality, healthcare, and professional services.

A Long Service Leave Request is a formal written application submitted by an Australian employee to their employer requesting long service leave under the applicable state or territory long service leave legislation. Unlike annual leave and personal leave, which are governed by the Fair Work Act 2009 (Cth) as National Employment Standards, long service leave entitlements in Australia are established by separate state and territory Acts that vary in their qualifying periods, accrual rates, notice requirements, and payment rules. What is a Long Service Leave Request? A Long Service Leave Request (also called a long service leave application or LSL application) is a written notice given by an eligible employee to their employer formally requesting a period of paid long service leave. Long service leave is one of Australia's oldest and most distinctively Australian employment entitlements, designed to recognise and reward long-term loyalty to a single employer. The entitlement arises after an employee has completed a qualifying period of continuous service — typically 7 to 10 years depending on the state or territory — and accrues at a set rate thereafter. When is a Long Service Leave Request Needed? A Long Service Leave Request is needed whenever an employee who has completed the qualifying period of continuous service under the applicable state or territory Act wishes to take long service leave. The document establishes a formal record of the request, including the applicable legislation, the employee's accrued entitlement, the requested leave period, and the pay arrangement during leave. It is also relevant when an employee who has not yet reached the qualifying period is leaving employment and may be entitled to a pro-rata payout of long service leave accruals under some state Acts. Key State and Territory Long Service Leave Legislation The following Acts govern long service leave across Australia, and the applicable Act depends on the state or territory where the employee primarily performs their work: 1. New South Wales — Long Service Leave Act 1955 (NSW): Qualifying period is 10 years of continuous service. Entitlement is 2 months (approximately 8.667 weeks) for 10 years, and a further month for each subsequent 5 years. Pro-rata entitlement on termination after 5 years in certain circumstances. 2. Victoria — Long Service Leave Act 2018 (Vic): Qualifying period is 7 years of continuous service. Entitlement accrues at 1/60th of the period of continuous service (approximately 0.8667 weeks per year). Pro-rata payment on termination after 7 years, or after 1 year in cases of death, illness, domestic pressing necessity, or employer-initiated dismissal without misconduct. 3. Queensland — Industrial Relations Act 2016 (Qld) Part 3-3: Qualifying period is 10 years. Entitlement is 8.6667 weeks per 10 years. Pro-rata entitlement on termination after 7 years of service. 4. Western Australia — Long Service Leave Act 1958 (WA): Qualifying period is 10 years. Entitlement is 8.667 weeks per 10 years and 4.333 weeks per 5 years thereafter. Pro-rata entitlement on termination after 7 years. 5. South Australia — Fair Work Act 1994 (SA) Part 4 Division 7: Qualifying period is 10 years. Entitlement is 13 weeks per 10 years. Pro-rata entitlement on termination after 7 years in certain circumstances. 6. Tasmania — Long Service Leave Act 1976 (Tas): Qualifying period is 10 years. Entitlement is 13 weeks per 10 years. Pro-rata entitlement may apply. 7. Australian Capital Territory — Long Service Leave Act 1976 (ACT): Qualifying period is 7 years. Entitlement accrues from 1 year of service at approximately 0.8667 weeks per year (6.067 weeks per 7 years). Pro-rata payment available. 8. Northern Territory — Long Service Leave Act 1981 (NT): Qualifying period is 10 years. Entitlement is 13 weeks per 10 years. Key Elements of an Australian Long Service Leave Request A complete long service leave request should include: employee and employer identification details; the applicable state or territory and the name of the governing Act; the employee's continuous employment start date; completed years of continuous service; total accrued long service leave entitlement; the requested leave start date, duration, and end date; the pay arrangement during leave (ordinary rate, half pay over double period, or double pay over half period where available by agreement); an employer acknowledgement and response section; and the employee's and employer's signature lines. This template is designed for use across all Australian states and territories and automatically references the applicable state legislation based on the employee's location.

A Notice of Termination of Employment is a formal written notice issued by an Australian employer to a current employee advising them that their employment is being terminated, specifying the reason for termination, the applicable notice period under the Fair Work Act 2009 (Cth) s 117, the final pay and entitlements payable on separation, and the employee's rights under the national workplace relations system. What is a Notice of Termination of Employment? A Notice of Termination of Employment (also called a termination letter, dismissal notice, or redundancy notice depending on the context) is the formal written communication that ends an employment relationship. Under the Fair Work Act 2009 (Cth) s 117, an employer in the national workplace relations system must provide written notice of termination, or payment in lieu of notice, to an employee. The notice period must be at least the statutory minimum based on the employee's period of continuous service, or the contractual notice period in the employment contract, whichever is greater. When is a Notice of Termination of Employment Needed? A Notice of Termination of Employment is required whenever an employer in Australia's national workplace relations system decides to end an employee's employment, whether due to genuine redundancy, unsatisfactory performance, misconduct, end of a fixed-term contract, failure to meet probationary requirements, or operational requirements. The notice must be given in writing and must specify the date the employment ends. Failure to give proper notice — or to pay the equivalent in lieu — is a breach of the National Employment Standards under the Fair Work Act 2009 (Cth) and may expose the employer to underpayment claims and adverse findings in Fair Work Commission proceedings. Statutory Minimum Notice Periods — Fair Work Act 2009 (Cth) s 117 The minimum notice periods under s 117(3) of the Fair Work Act 2009 (Cth) are as follows: less than 1 year of continuous service — 1 week; at least 1 year but less than 3 years — 2 weeks; at least 3 years but less than 5 years — 3 weeks; 5 years or more — 4 weeks. Under s 117(3)(b), an additional 1 week of notice is required if the employee is over 45 years of age and has completed at least 2 years of continuous service at the time notice is given. These are minimum periods — employment contracts, Modern Awards, and enterprise agreements may provide for longer notice periods. For serious misconduct under the Fair Work Regulations 2009, no notice is required (summary dismissal), but the employer must have a valid reason and follow a proper process. Key Elements of an Australian Notice of Termination of Employment A complete Australian Notice of Termination of Employment should include the following elements: 1. Employer details: Full legal name, ABN, business address, and HR contact details. The ABN is useful for Services Australia income support claims and Fair Entitlements Guarantee applications. 2. Employee details: Full name, postal address, job title, department, and commencement date. The commencement date is critical for calculating the statutory minimum notice period and redundancy pay entitlement. 3. Reason for termination: A clear, factual explanation of the reason for termination — whether genuine redundancy (Fair Work Act 2009 (Cth) s 389), unsatisfactory performance, misconduct, end of fixed-term contract, or other valid reason. The reason must be valid, substantiated by prior steps, and communicated clearly. 4. Notice period: The specific notice period being provided (in weeks), the arrangement (working notice, PILON, or garden leave), and the last day of employment. The notice period must comply with s 117 of the Fair Work Act 2009 (Cth) and any applicable Modern Award, enterprise agreement, or contractual provision. 5. Final pay and entitlements: A complete breakdown of all amounts payable on termination, including accrued wages, annual leave payout, PILON (if applicable), long service leave (if applicable), and redundancy pay. Final pay must be processed within the timeframe required by the applicable Modern Award, enterprise agreement, or contract. 6. Statutory redundancy pay: For genuine redundancy terminations, the statutory redundancy pay entitlement under the Fair Work Act 2009 (Cth) s 119, calculated on the basis of the employee's years of continuous service. The redundancy pay table provides: 1–2 years = 4 weeks; 2–3 years = 6 weeks; 3–4 years = 7 weeks; 4–5 years = 8 weeks; 5–6 years = 10 weeks; 6–7 years = 11 weeks; 7–8 years = 13 weeks; 8–9 years = 14 weeks; 9–10 years = 16 weeks; 10+ years = 12 weeks of base pay. Small business employers (fewer than 15 employees) may be exempt under s 123. 7. Superannuation: Confirmation that the Superannuation Guarantee will be paid on all ordinary time earnings in the final pay period, in accordance with the Superannuation Guarantee (Administration) Act 1992 (Cth). 8. Return of company property: A list of company property to be returned and the deadline for doing so. 9. Post-employment obligations: Reference to continuing contractual obligations including confidentiality, non-disclosure, non-solicitation, and restraint of trade clauses, noting their enforceability under Australian law. 10. Employee rights: Information about the employee's right to apply to the Fair Work Commission for an unfair dismissal remedy under Part 3-2 of the Fair Work Act 2009 (Cth) (within 21 days of dismissal), a general protections claim under Part 3-1 (also within 21 days for dismissal claims), and the right to access Services Australia income support. 11. Acknowledgement: A signature block for the employee to acknowledge receipt of the notice without waiving any legal rights. This template is designed for use by Australian employers across all states and territories in the national workplace relations system, including New South Wales, Victoria, Queensland, Western Australia, South Australia, Tasmania, the Australian Capital Territory, and the Northern Territory.

An Employee Warning Letter is a formal written document issued by an Australian employer to notify an employee of a conduct or performance concern and to warn the employee that further disciplinary action — including dismissal — may follow if the required improvement is not achieved. Under the Fair Work Act 2009 (Cth), a properly issued written warning is a critical step in the progressive discipline process and forms part of the procedural fairness that employers must demonstrate before terminating employment on performance or conduct grounds. What is an Employee Warning Letter? An Employee Warning Letter (also called a formal written warning, a written notice of unsatisfactory performance, or a conduct warning) is a documented disciplinary notice placed on an employee's personnel file. It sets out the specific conduct or performance concern, the employee's response, the improvement required, and the potential consequences of failing to meet those requirements. Unlike informal counselling or a verbal warning, a written warning creates a formal record that can be relied upon in Fair Work Commission proceedings. When is an Employee Warning Letter Needed? An Employee Warning Letter is needed whenever an Australian employer wishes to formally address a matter of unsatisfactory work performance, misconduct, a breach of workplace policy, attendance or punctuality issues, or failure to follow a reasonable and lawful direction. It is particularly important before any consideration of termination on performance grounds, because the Fair Work Act 2009 (Cth) s 387(e) requires that, in assessing whether a dismissal was harsh, unjust or unreasonable, the Fair Work Commission must consider whether the employee was previously warned about their unsatisfactory performance before being dismissed for that reason. Key Elements of an Australian Employee Warning Letter A compliant Australian Employee Warning Letter should include the following elements: 1. Employer and employee identification: Full legal names, job titles, department, and commencement date. 2. Warning level: Whether this is a first, second, or final written warning. Progressive discipline is recognised as best practice under the Fair Work Act 2009 (Cth). 3. Nature and classification of the issue: A clear description of whether the concern relates to performance, misconduct, attendance, policy breach, or another category. 4. Factual description of the incident: An objective, date-specific account of the conduct or performance issue, including any witnesses and any policy or rule breached. 5. Prior disciplinary history: A summary of any prior formal or informal warnings relevant to this matter. 6. Opportunity to respond: Under the Fair Work Act 2009 (Cth) s 387(b), an employee must be given an opportunity to respond to allegations before a decision to warn or dismiss is made. The letter should record when this opportunity was given and summarise the employee's response. 7. Right to a support person: Under s 387(d) of the Fair Work Act 2009 (Cth), an employee is entitled to have a support person present at any meetings related to the disciplinary process. The letter should confirm this right was offered. 8. Required improvement: Specific, measurable corrective actions and a review date by which improvement must be demonstrated. 9. Consequences of non-improvement: A clear statement that further disciplinary action — including termination — may follow if the required standard is not achieved. This satisfies the warning requirement under s 387(e) of the Fair Work Act 2009 (Cth). 10. Employee acknowledgement: A signature line for the employee to acknowledge receipt of the letter. Acknowledgement does not constitute agreement with the warning. Fair Work Act 2009 (Cth) — Procedural Fairness Requirements Australian employers covered by the national workplace relations system must comply with the Fair Work Act 2009 (Cth) when managing employee performance and conduct. Under s 387 of the Act, the Fair Work Commission must consider several criteria when determining whether a dismissal was unfair, including whether the employee was notified of the reason for dismissal (s 387(b)), given an opportunity to respond (s 387(b)), permitted to have a support person (s 387(d)), and warned about unsatisfactory performance (s 387(e)). A written warning letter that complies with these procedural steps reduces the risk of an unfair dismissal claim succeeding before the Commission. This template is designed for use across Australia, including New South Wales, Victoria, Queensland, Western Australia, South Australia, Tasmania, the Australian Capital Territory, and the Northern Territory, for employers in the national workplace relations system.